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International Rescue Committee

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Wonderful Place to Work - It's Magical! - Avis employé Teacher International Rescue Committee

5,0
4 juin 2013
Recommande
Approbation du PDG
Perspective commerciale

Avantages

The clients, the colleagues, the positive work atmosphere. There is nothing better than the IRC Youth Program in New York City. Everyone is super driven, ready to take on the extra task, take the extra step to make sure that everything is the absolute best for all chidlren at the agency. It's inspiring to work with such individuals and of course above all : the clients! The families, the kids are so inspiring and a pure joy to work with.

Inconvénients

Sometimes there could be some disorganization from the administrative side and a lack of calirty of job duties. While it is great to do everything for these kids, it could also be nice for the Youth Program to provide more clarity in terms of job requirements.

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5,0
24 mai 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Very valuable insights in conducting work. Provides valuable input.

Inconvénients

None that I can think of.

2,0
22 avr. 2026
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

You will meet some amazing and passionate people here who are truly there for the mission. Many came to this country as refugees and immigrants themselves and continue to devote their lives to helping others going through similar experiences. If you end up on the right team, it's an extremely rewarding job.

Inconvénients

Unfortunately, the HQ upper management makes it a toxic place to work. VPs regularly undercut each other publicly (including at all-team meetings and gossiping negatively with staff), especially when potential job cuts were on the horizon. C-Suite didn't listen to staff concerns about upper management and didn't investigate major departures by dedicated staff who left due to poor management despite their dedication to the mission. Leaders picked favorites, ignoring work performance (excusing mediocre performance in some, having high standards for others), and preferred yes-men over staff who wanted to think more critically about the work. Projects were pushed too quickly, despite concerns that it could be detrimental to clients. Positions given to unqualified internal staff who wouldn't be interviewed for the role as external candidates. Senior leaders (director and above) are more focused on keeping their jobs than the mission and will use lower staff work for their own career growth/safety. DEI didn't seem to apply for senior leader roles, where there was little, if any, diversity.

4
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